Ending Domestic Worker Employment Fairly: Notice, Final Pay and Certificate of Service

• One week if the worker has been employed for six months or less.
• Four weeks if employed for more than six months.
• Notice must be in writing (except when given by a worker who can't read or write), and explained in a language the worker understands.
• The employer's notice may not be given during the worker's leave, and may not run at the same time as leave (except sick leave).
• Instead of notice, the employer may pay what the worker would have earned during the notice period.

On termination, pay everything due: unpaid wages and allowances, paid time off not yet taken, and annual leave not taken (unless the worker has been employed for four months or less).

If a live-in worker's employment is ended by the employer earlier than the employer was entitled to, the employer must provide accommodation for one month, or until the contract could lawfully have ended if that is longer.

If you end employment for operational reasons (SD7's examples include moving away, no longer being able to afford a worker, or a child no longer needing a child-minder), severance pay is at least one week's pay for each completed year of continuous service.

The worker is entitled to a certificate of service showing their name, your name and address, start and end dates, job title or description, relevant training, pay at the end and, if they ask, the reason for leaving.

Submit the termination declaration (the DEL's UIF FAQ refers to uFiling or the UI-19 form). Delays can hold up your former worker's claim (UIF Frequently Asked Questions, PDF (labour.gov.za); uFiling (ufiling.labour.gov.za)).

A dismissed worker may dispute whether the dismissal was fair under the Labour Relations Act (SD7 clause 24(5); Labour Relations Act (gov.za)). Unfair-dismissal disputes go to the CCMA, and strict time limits apply. Being fair and keeping records (contract, warnings, notice, pay) is the best preparation. Nobody can guarantee how a dispute will turn out.

HouseholdSure SA is an online membership that helps households employ a domestic worker properly. Members get guided UIF capture with status tracking, employment contract templates their worker can view and sign, a secure document vault, basic legal support (general guidance and checklists, not legal advice; escalated matters are quoted separately by a partner) and WhatsApp updates. We help with the admin, but we can't guarantee the outcome of any registration, claim or dispute. Our basic legal support includes guided checklists for warnings, disciplinary steps, resignation, termination notice, certificates of service and UIF forms, and a referral to a verified partner for a first assessment. Representation and legal opinions are not included and are quoted separately by the partner.

Plans for household employers (prices include VAT where applicable):

Cancel any time, with no penalty or early-termination fee: from My Membership in your account, or by emailing cancellations@householdsuresa.co.za. Your membership stays active until the end of the current billing period, and partial months aren't refunded unless the law requires it (Refund & Cancellation Policy, sections 3–4; Terms, section 12.1). Full details: householdsuresa.co.za/pricing

Ready to get it in order? Sign up as an employer or compare plans. Questions? WhatsApp +27 64 511 0503 or call 087 265 0015 (Mon–Fri 08:00–17:00).

• Sectoral Determination 7: Domestic Worker Sector (gov.za)
• SD7 Government Gazette text, PDF (gov.za)
• Basic Conditions of Employment Act (gov.za)
• Labour Relations Act (gov.za)
• UIF Frequently Asked Questions, PDF (labour.gov.za)
• uFiling (ufiling.labour.gov.za)

General information, not legal advice. Laws and amounts change; check the official sources linked above. Last checked: 15 Oct 2026.

HHSSA Team · HOUSEHOLDSURE SA (PTY) LTD · Reg. 2026/656725/07 · Information Officer, HouseholdSure SA · info@householdsuresa.co.za · Privacy